Better care, smarter spend: Why high-value primary care should anchor 2026 benefits

This article originally appeared in Employee Benefit News on December 30, 2025, and was written by Marla McLaughlin, M.D., Chief Medical Officer at Castlight.

Rising healthcare costs and evolving employee expectations are converging into a pivotal moment for employer-sponsored benefits. In 2026, employer medical costs are projected to climb by 7%, according to PwC’s Health Research Institute — well above the 10-year pre-pandemic average of 5.6%. That spike puts added pressure on employers to deliver benefits that are not only financially sustainable, but genuinely meaningful, to their workforce.

Meanwhile, employees expect more. Today’s workers want benefits that support their whole health — not just in emergencies, but through everyday care, prevention and emotional well-being. To meet these dual demands, many employers are reimagining their benefits strategy around a high-impact, often overlooked solution: primary care.

Here’s how employers can harness primary care to build a smarter, more sustainable benefits package for the year ahead.

1. Prioritize primary care as a strategic investment

Primary care offers a powerful return on investment when it’s done right. Employees who have regular access to a trusted primary care provider (PCP) are more likely to:

• Prevent or better manage chronic conditions
• Seek care earlier, before issues escalate
• Avoid unnecessary emergency room or specialist visits

The result? Lower healthcare costs, better outcomes and a healthier, more productive workforce. But achieving these results takes more than just offering access to a PCP — it requires a thoughtful approach to how primary care is delivered and supported.

2. Expand the primary care team

Traditional primary care models can be stretched thin. Long wait times and rushed appointments make it difficult for employees to get the full support they need. Employers can improve access and outcomes by broadening the care team to include:

• Health coaches
• Nutritionists
• Diabetes educators
• Behavioral health specialists

These providers can reinforce the work of PCPs by helping employees manage lifestyle changes and chronic conditions between visits. A team-based model ensures more touchpoints, personalized support and better long-term health engagement.

3. Improve access through navigation

Even with coverage in place, many employees still struggle to access care due to provider shortages, confusing networks, inconvenient locations or rigid schedules. Simply offering more options isn’t enough. Employees need help finding and getting to the right care.

Investing in a healthcare navigation solution can play a pivotal role in removing these barriers by proactively guiding employees to local, high-value primary care. Navigation platforms can:

• Connect employees with in-network, nearby primary care providers who have availability
• Personalize recommendations based on cost, quality and convenience
• Streamline scheduling for both virtual and in-person appointments
• Integrate with direct primary care contracts or group purchasing models like the Health Transformation Alliance (HTA)
• Embed primary care into broader administrative services (ASO) offerings to simplify benefits access

By pairing these strategies with navigation, employers can make it easier for employees to choose and stick with trusted primary care providers. This approach drives better engagement, improves consistency of care and lays the foundation for healthier populations and lower overall costs.

4. Encourage preventive care with the right incentives

Access alone isn’t enough. Employers also need to drive engagement and make it easy for employees to use their benefits. Strategies to consider include:

• Waiving or reducing co-pays for annual checkups and screenings
• Offering incentives for completing wellness activities, such as physicals, flu shots and step goals
• Providing access to digital tools like mental health apps or care navigation platforms
• Promoting high-quality provider networks that are responsive and accessible

By reducing cost barriers and adding proactive nudges and self-service tools, you can increase utilization of preventive services and reduce downstream costs.

5. Choose the right partners to deliver value

Not all primary care solutions are created equal. When evaluating vendors or care partners, look for those who:

• Provide measurable outcomes tied to quality and cost
• Integrate behavioral and chronic condition support
• Make it easy to access care across geographies and work settings
• Align with your population’s specific health needs

Whether you’re implementing on-site clinics, contracting directly with providers or working with your health plan to bundle services, make sure the partnership helps you move the needle on employee health and overall value.

6. Primary care as the great navigator

In a fragmented and often confusing healthcare landscape, primary care serves as the central hub that connects employees to the broader ecosystem of care. A trusted primary care provider should do more than deliver checkups, they can help patients navigate complex health decisions, coordinate specialist referrals, manage medications, and ensure continuity across providers and settings.

A high-value path to lower costs and better outcomes

As healthcare costs rise and employee expectations evolve, primary care stands out as a strategic lever for employers seeking both savings and sustainability. By investing in team-based care models, removing access barriers, incentivizing preventive care, and choosing partners that deliver measurable value, employers can transform primary care from a transactional benefit into a cornerstone of workforce well-being. 

Forward-thinking employers are recognizing the value of primary care as not just a clinical function, but a strategic navigator — one that helps employees avoid the pitfalls of reactive care and steers them toward prevention, early intervention and long-term well-being.